OBJECTIVES OF THE PROGRAMME

The Department of Business Operations Services is responsible for providing efficient and effective support services to all programmes and activities of the organization in the EasternMediterranean Region in respect of human resources and talent management, administration, budget and finance, supplies, OSS and IT services. The objective of the Human Resources and Talent Management Unit in EMRO is to ensure that a competent and motivated workforce is available to deliver programme activities in accordance with WHO's global mission. This is achieved through the provision of sound advice to management, HR planning and succession planning, job design and classification, recruitment and selection, administration of contracts, staff onboarding, staff development and learning, performance management, career and mobility management, and management of staff relations. The mission of Human Resources and Talent Management is to serve existing staff members, SSAs, and Consultants in multiple areas, and build the technical capacity of administrative HR staff across the entire region in managing and administering existing staff members and SSAs. The HRT team drives recruitment and selection processes (including outreach and talent acquisition), manages pre-boarding and onboarding, classifies position descriptions in line with ICSC guidelines, answers queries on benefits and entitlements via liaison with GSC, guides staff in the application of rules and regulations; provides advice on contract maintenance (separation, reassignment, extension), supports staff relations in terms of conflict coaching and change management and provides advice on salary scales and salary surveys, as well as cost of living surveys. Furthermore, the Unit engagesin oversight & monitoring exercises (Danger Pay; verification of location and dependency; leave, absence and attendance; SSA mini-audits; granting of continuing appointments; etc.) and builds the technical capacity of administrative and HR staff across the entire region in managing and administrating existing staff members and SSAs.

DESCRIPTION OF DUTIES

Outreach: Assists the HR Business Partner and Senior HR Business Associate on: Identifying the best and most appropriate outreach activities to target talent. Sourcing potential candidates through various channels, such as hosting or participating in career events/job fairs, online channels (social platforms, professional networks). Managing a variety of outlets, such as job postings and social media, while effectively targeting the right kinds of candidates for the job. Ensuring that payment is made in a timely manner through liaison with Budget. Recruitment and Selection: Assists the Senior HR Business Associate in selection process activities and processes related to the recruitment of Fixed-term and Temporary Staff (all categories): Drafts and ensures accuracy of vacancy notices, and posts them on the Intra/Internet, via standard distribution. Drafts appropriate screening questions; Generates preliminary screening of applicants on the basis of agreed criteria; to facilitate review by the Team Lead, hiring manager and subsequent selection panel; Ensures all arrangements for interviewing including preparing recruitment panel files, scheduling interviews, arranging for video conferencing facilities, organizing travel as required; Conducts reference checks and enters candidate profiles in GSM; and Initiates preliminary version of selection panel reports (by inserting posting and screening information) and prepares selection background for submission to approving authority. Arranges candidates' assessments such as written tests, presentations, psychometric tests, etc. ensuring efficient planning, objective assessment and appropriate follow-up to comply with the prescribed timelines and monitoring of testing, if required. Performs plagiarism analysis for the written tests. Identifies and brings to the attention of supervisor irregularities in the process. Comes with innovative new platforms for easy testing and analysis. Using STELLIS, maintains an updated and efficient tracking system to ensure cases are efficiently managed within the allocated time frame and in the most effective way; maintains all necessary records, databases and statistics to allow comprehensive filing, tracking and analysis, ensuring compliance with regional KPIs. Drafts reports and messages, prepares formal HR correspondence to both staff members and managers. Organizes meetings, teleconferences, and selection panels and all related logistics; ensure completeness of all documentation and information for the meeting. Contract Administration: a. Supports the HR Business Associate on the administration of timely re-assignments, promotions, transfers, as well as secondments and UN inter-agency exchange understandings'. In conjunction with the HR Business Associate, reviews and submit for supervisor's approval requests of contract extensions, appointment, re-appointment, engagement of consultants and other similar requests submitted through e-workflow; and take any required action on GSM, allowing GSC to ensure timely implementation. Acts as the focal point for all administrative questions in relation to the topics covered. 7.Performs all other related duties as assigned.

REQUIRED QUALIFICATIONS

Education

Essential: Completion of secondary education supplemented by training in Administration/HR work.
Desirable: University degree in business administration, social sciences or related field is an asset.

Experience

Essential: Minimum of 5 years of relevant experience in human resources and knowledge of UN staff rules and regulations.
Desirable: Experience in a UN organization in the area of HR contract administration, benefits and entitlements.

Skills

Proven ability to apply staff rules and regulations. Familiarity with the staff administration, contract management, entitlements, allowances, benefits, and compensation systems of the United Nations. Good knowledge of HR principles and practices High degree of tact, confidentiality, discretion and client service, and the ability to handle and preserve confidential information. Excellent time management and organization skills ;high sense of prioritization. Thorough knowledge of WHO or UN staff rules and regulations. Strong skills in using Office packages such as Word, Excel, and PowerPoint as well as using Oracle based ERP systems.

WHO Competencies

Teamwork
Respecting and promoting individual and cultural differences
Communication
Producing results
Setting an example

Use of Language Skills

Essential: Expert knowledge of English. Expert knowledge of Arabic.
Desirable: Intermediate knowledge of French.

REMUNERATION

WHO offers staff in the General Services category an attractive remuneration package, which for the above position includes an annual net base salary starting at USD 15,706 (subject to mandatory deductions for pension contributions and health insurance, as applicable) and 30 days of annual leave.

ADDITIONAL INFORMATION

• This vacancy notice may be used to fill other similar positions at the same grade level

• Only candidates under serious consideration will be contacted.

• A written test and/or an asynchronous video assessment may be used as a form of screening.

• In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.

• According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

• Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.

• The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.

• The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply.

• Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to WHO Values Charter into practice.

• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.

• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

• For information on WHO's operations please visit: http://www.who.int.

• WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully.

• The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.

• Please note that WHO's contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at

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